Human Resources Business Partner (HRBP)

Job Summary

The HR Business Partner (HRBP) oversees all human resources functions of an organizational unit (Business Unit). The HRBP is responsible for ensuring that HR functions are aligned with the Company's goals and providing advice to senior business leaders within the respective organizational unit.

HRBP is also responsible for fostering a healthy culture of continuous improvement by ensuring high retention rates for the workforce. This includes inculcating training programs, developing healthy employee relations, and maximizing employee productivity.

This role reports to the Business Unit Head on operational matters and to the Global HR Department on the processes and HR strategy, as well as policies and procedures, and related aspects.

HRBP will carry out responsibilities in the following functional areas: talent acquisition; employee relations consultation; policy interpretation and application; performance and compensation management consultation; and talent management consultation. May carry out additional responsibilities to include organizational design; employee development initiatives and training.

Duties and Responsibilities

• Partnering with the business leaders in the organization to understand organizational goals and challenges, providing strategic HR guidance and insights.
• Developing and implementing HR strategies that align with the business objectives, ensuring effective talent acquisition, performance management, and employee development.
• Providing day-to-day coaching to the leadership in the organization on a variety of actions, including employee relations issues, policy interpretation and application, talent management and development, and organizational design consultation.
• Conducting ongoing supply and demand analysis on current and future state staffing and skill needs and designing talent acquisition strategies to meet those needs. Actively participating in the annual budget planning/labor forecasting process of the organization.
• Performing talent acquisition for different organizational units. Pre-screening candidate applications and resumes for required skills, experience and knowledge to fit position requirements. Making referrals to hiring managers and ensuring efficient turnaround activity.
• Actively participating in recruitment campaigns; job fairs; university relations programs; general networking; etc. to ensure a robust candidate pipeline.
• Growing and conserving a network of contacts to help identify and source qualified candidates. Leveraging online recruiting resources, employee referrals, network referrals, etc. to identify and recruit “best in class” talent.
• Facilitating the process of candidate selection, interviewing, job offer; background check, and candidate onboarding details.
• Facilitating and coordinating new hire onboarding processes.
• Remaining current on the trends and innovative recruiting techniques in order to compete in the market and within the industry.
• Leading annual HR cycle deliverables to include performance management, salary review, etc.
• Designing and delivering comprehensive HR programs and initiatives, fostering employee engagement, and enhancing the employee experience.
• Conducting workforce planning and talent management activities, identifying skill gaps, and developing succession plans to support organizational growth.
• Providing expertise and guidance on HR policies, labor laws, and compliance matters, ensuring adherence to relevant regulations and best practices.
• Acting as a change agent, driving organizational change, and effectively managing change initiatives to optimize employee productivity and acceptance.
• Analyzing HR data and metrics to generate insights, providing data-driven recommendations to improve HR processes and supporting strategic decision‑making.
• Leading and participating in employee relations activities, including conflict resolution and mediation, promoting a positive and inclusive work environment.
• Collaborating with the business leader and the Training organization to support employee training and development initiatives, promoting continuous learning and skill enhancement.

Skills & Abilities

• Proven strong foundation and knowledge of principles and practice of HR, including employment law and compliance requirements
• Proven knowledge of full lifecycle recruiting components to include sourcing, qualifying, networking, assessing, selling and wage/salary trends
• Proven ability to effectively coach employees and management through complex and difficult issues
• Ability to thrive in an ambiguous and rapidly changing environment
• Ability to set high personal goals and work independently
• Ability to organize, multi‑task and prioritize tasks
• Proficient with Microsoft Office Suite or related software.

Education and Experience

• Bachelor's degree in human resources or business-related field.
• Five (5) to Eight (8) years of HR experience with at least two (2) years of experience in both talent acquisition and HR Business Partner experience
• International working experience.
• HCM or Software industry experience is a plus.
• Excellent English language skills, both written and verbal.
• Strong analytical and problem‑solving skills, with the ability to use data to inform HR strategies and decision‑making.
• Certification in HR (e.g., SHRM-CP, PHR) is desirable but not mandatory.

Performance Expectations

Improve Onboarding Experience for New Hires

• Specific: Review and refine the current onboarding process for new hires in your departments, ensuring it addresses department‑specific needs and integrates company culture.
• Measurable: Implement the revised onboarding process with feedback gathered from at least 90% of new hires on its effectiveness.
• Achievable: Work with team leads and managers to tailor the onboarding experience based on department‑specific requirements.
• Relevant: Improve new hire engagement and retention by providing a smooth and supportive transition into the company.
• Time‑bound: Complete revisions and launch within 60 days.

Standardize Performance Management Practices

• Specific: Align each team’s performance management process with reporting managers, ensuring consistent feedback, clear goal setting, and timely reviews.
• Measurable: Ensure 100% completion of performance reviews for employees in these departments by the end of the review cycle, with at least 70% of employees meeting their performance goals.
• Achievable: Collaborate with department leads to establish clear and actionable performance metrics.
• Relevant: Address the lack of structure and ensure that employees are held accountable and supported in their growth.
• Time‑bound: Ensure all reviews are completed by the end of the first performance cycle (within 6 months).

Foster Strong Relationships with Department Leadership

• Specific: Establish regular communication with department leaders in your organizations to build trust, align HR strategies, and address immediate HR concerns.
• Measurable: Hold bi‑weekly one‑on‑one meetings with each department leader to discuss progress, challenges, and HR needs, ensuring that 100% of HR‑related concerns are addressed.
• Achievable: Use existing scheduling tools and prioritize building rapport and trust with leadership.
• Relevant: Effective leadership alignment will help ensure smooth implementation of HR initiatives and improve department morale.
• Time‑bound: Hold the first meeting within the first week and continue every two weeks for the next 3 months.

Strengthen Employee Relations and Resolve Conflicts

• Specific: Establish regular touchpoints with employees in both departments to understand issues and improve employee relations, ensuring conflict resolution and fostering a supportive work environment.
• Measurable: Resolve at least 80% of employee issues or conflicts within the SLA timeline.
• Achievable: Build a regular feedback loop and provide mediation when needed.
• Relevant: Foster a healthy work environment to enhance productivity and reduce employee turnover.
• Time‑bound: Begin implementing within the first month, with measurable results by month3.

Improve Employee Retention

• Specific: Implement initiatives to reduce turnover in your organizations, focusing on enhancing employee engagement, feedback systems, and career development plans.
• Measurable: Achieve a reduction in the attrition rate for these departments by at least 15% within the 6‑month period.
• Achievable: Use employee feedback and exit interviews to pinpoint issues and develop tailored solutions.
• Relevant: Address the departments’ staffing challenges and improve retention in critical areas.
• Time‑bound: Achieve a reduction in attrition within 6 months.

Reduce Average Time-to-Fill Vacancies

• Specific: Partner with the Recruitment Team and department leaders to reduce the average time‑to‑fill for all job vacancies.
• Measurable: Achieve and maintain an average time‑to‑fill of 30 days or less across all open positions.
• Achievable: Facilitate collaboration between hiring managers and the Recruitment team, ensure clear role definitions and hiring timelines, and remove process bottlenecks by providing strategic HR guidance and support.
• Relevant: Reducing time‑to‑fill supports workforce planning, business continuity, and overall organizational effectiveness.
• Time‑bound: Achieve the target average of 30 days or less within 06 months, with monthly progress tracking and quarterly stakeholder reviews.